Avoiding Legal Risks in Workforce Reductions

Avoiding Legal Risks in Workforce Reductions - K&L Gates

Avoiding Legal Risks in Workforce Reductions. George P. Barbatsuly, K&L Gates LLP. Despite signs that the economy is recovering, many employers still find it ...

Reductions in Force: Legal Do's and Don'ts | Insights

Grappling with the potential risks of an economic downturn, employers should familiarize themselves with the legal and practical ...

Avoiding Discrimination in Layoffs or Reductions in Force (RIF)

If certain groups of employees are affected more than other groups, determine if you can adjust your layoff/RIF selection criteria to limit the impact on those ...

WARNing…Avoiding Pitfalls and Compliance Tips for Workforce ...

RIF Planning and alternative options · Disparate Impact Analysis · Notice of WARN and associated public relations issues · Severance and Release issues ...

Legal Considerations When Downsizing Your Workforce

With a weakening economy, many employers are now facing tough cost reduction decisions, which include possible separation of employees.

Legal Considerations for Workforce Reductions - HNI

Discrimination issues are prevalent in these situations ... To prevent age-related discrimination claims in workforce reduction situations, employers ...

Plan for Workforce Reductions Now To Avoid Delay and Liability

... programs. Being fully cognizant of the potential pitfalls and legal ramifications of layoffs could help lower legal risks for employers.

How to Reduce Risk in Workforce Reductions - SHRM

How to Reduce Risk in Workforce Reductions · Determine the Scope of the RIF · Identify the Positions to Eliminate · Apply Criteria for Multiple ...

Reductions in Force: Minimizing Legal Risks - Riker Danzig

Understanding the legal risks of a RIF, proactively planning to reduce those hazards, and establishing procedures which will stand up to legal scrutiny are ...

Reductions in Force (RIF) How to Stay Compliant | HR Acuity

Strategically Approaching the RIF Process · Ensure Compliance with Legal and Regulatory Requirements · Maintain Open and Honest Communication.

LEGAL CONSIDERATIONS FOR REDUCTIONS IN WORKFORCE

Again, perception becomes reality. Severance packages should include releases of claims, can mini- mize legal risks but increase ... (avoiding deviation from that ...

10 Ways To Combat Risks When Cos. Reduce Their Workforce

With forethought, planning and execution, employers will be better situated to reduce the legal risks and operational hurdles that arise from a ...

Key Considerations for Navigating Workforce Reductions During ...

Depending on the circumstances, employers might consider other possible cost‑saving measures that might avoid the need for a RIF. Such measures ...

Best Practices to Reduce Employer Risks in Implementing a ...

Planning for your reduction-in-force to minimize the risks attendant to Title VII, the WARN Act, and OWBPA, among other federal and state laws.

10 Steps for Avoiding Legal Problems - SAMHSA

Consult an employment attorney: The American Bar Association or your state bar association can refer you to a qualified employment attorney.

Minimizing legal risks while advancing key workforce initiatives

Keeping workers engaged and purpose-driven is an important part of HR's job, but so is avoiding legal risks related to the Fair Labor ...

Managing legal and reputational risks when right-sizing ... - Legal Dive

Messaging employees is just as crucial in reducing litigation risks as meeting the technical obligations and executing on the logistics.

Reduction-in-Force and Mass Layoffs: Six Steps for Considering ...

Reduction-in-force is a difficult and emotional process for both employers and employees. In the employment law context, it is important to go ...

6 Ways to Minimize Risk, Remain Respectful During Layoffs

Take Your Time. Except when a company's financial position is so dire that immediate action is necessary, don't rush the reduction-in-force, or ...

Layoffs Without Lawsuits: Avoiding Litigation When Terminating ...

You can avoid this trap by defining the goal of your work force reduction, then assuring your terminations support that goal. "Probably the most important thing ...